A nurse manager is a professional who is in charge of building effective teams that are satisfied with their occupation. In this way, I am supposed to ensure that all members understand one another and work towards a shared goal. My task is to focus on a common purpose and encourage nurses to be open and trust their teammates. From the very beginning, I should gather professionals with diverse characteristics but similar ideas and beliefs for them to complement one another. I need to provide them with appraisals and ensure that they have a team away days to develop friendly relations and ensure employee satisfaction. I should give my team an opportunity to communicate online and face-to-face so that they can always be in touch and can share various information, getting to know about the more personal information (Craig & Mckeown, 2015).
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Team members should have different skills for their cooperation to have a positive influence on patient outcomes due to the elimination of care fragmentation. Nevertheless, a nurse who has more experience in caring for the elderly should concentrate more on this population and share knowledge with colleagues while particular practices should not be maintained by different team members. Reimbursement and payment for outcomes should be the same for everyone. In this way, the number of possible injustices will be reduced.
It will be advantageous to implement a contingency model. It is a rather new approach that meets the needs of the current healthcare environment. It is aligned with contingency leadership theory. In its framework, the nurse-patient ratio is to be 1:5, which ensures that professionals have enough time and resources to work with all clients without adverse influences on the quality of provided services. As a result, nurses’ engagement and satisfaction improve, as well as patients’ safety. Thus, professionals can have particular tasks and avoid overload (Mahoney, 2016).
Craig, M., & Mckeown, D. (2015). Teambuilding 1: How to build effective teams in healthcare. Nursing Times, 111, 16-18.
Mahoney, D. (2016). Breakthrough solutions: A contingency model for nurse staffing. Industry Edge, 1, 1-2.